Dear Vasant, termination of any employee needs to be done after all the options have been weighed upon. If any company finds the behavior of the employee as hurtful to the company, then verbal warning is the first step. If the employee still does not mend his ways, then counselling can be undertaken. If this also does not work, then the company can terminate the employee. Remember that if the termination is done on unjust or unfair grounds, then the employee can file a legal suit against the company.
From India, Mumbai
41From India, Mumbai
Hi Abhinav, It’s is really a useful Process flow chart for Exit Process. (Very good) Best Regards, Vibha
From India, Delhi
From India, Delhi
Hi! Everyobody,
All that I had suggested was that the initial query about the Exit Process be more specific. I know all about the Resignation Process and also all about Termination of employee etc...and the process involved.
Anyway the process requested for was related to resignation and has been very nice responded to.
Thank You,
Vasant Nair
From India, Mumbai
All that I had suggested was that the initial query about the Exit Process be more specific. I know all about the Resignation Process and also all about Termination of employee etc...and the process involved.
Anyway the process requested for was related to resignation and has been very nice responded to.
Thank You,
Vasant Nair
From India, Mumbai
I totally agree with Mr. Simhan. There are various reasons for terminating an employee.
Every organisation can have its own Flow chart based on its hierarchy and strategies adopted to either hold/retain or relieve an employee, where as certain procedures remain the same.
With profound regards
From India, Chennai
Every organisation can have its own Flow chart based on its hierarchy and strategies adopted to either hold/retain or relieve an employee, where as certain procedures remain the same.
With profound regards
From India, Chennai
Dear All,
I have gone thru most of the exit flow charts shown / attached. All are appreciable. But what I feel is that there cannot be a thumb rule or a tailor made set of steps for an exit. A HR Manager has to take into consideration these factors also - 1) Provisions under Certified Standing Orders applicable to the establishment. (2) Local Trade Union and localite involvement in case of forced separation / exit.
In HRM 2+2 is never = 4. One should consider himself very lucky, if it happens. So my dear friends, take suggestions from all but act according to your own wisdom and judicious mind.
Good luck to all
AK Jain
HR Professional.
From India, Jabalpur
I have gone thru most of the exit flow charts shown / attached. All are appreciable. But what I feel is that there cannot be a thumb rule or a tailor made set of steps for an exit. A HR Manager has to take into consideration these factors also - 1) Provisions under Certified Standing Orders applicable to the establishment. (2) Local Trade Union and localite involvement in case of forced separation / exit.
In HRM 2+2 is never = 4. One should consider himself very lucky, if it happens. So my dear friends, take suggestions from all but act according to your own wisdom and judicious mind.
Good luck to all
AK Jain
HR Professional.
From India, Jabalpur
Hi,
Please check the attached flow-chart for Offboarding.
Regards,
Zyn
www.haya.co.in
From India, Surat
Please check the attached flow-chart for Offboarding.
Regards,
Zyn
www.haya.co.in
From India, Surat
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
4. Exit Process Flow Chart.xls